VI. THE CIVIL RIGHTS COMPLIANCE (CRC) VI-1

Transcription

1 VI. THE CIVIL RIGHTS COMPLIANCE (CRC) VI-1

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3 THE CIVIL RIGHTS COMPLIANCE (CRC) The Office of Civil Rights Compliance (CRC) ensures that allegations of discrimination/harassment made by employees, students, parents, applicants, and former employees are thoroughly and objectively investigated in a timely manner. CRC maintains records of ongoing investigations in a confidential manner until a final determination is made on each case, pursuant to Chapter , Florida Statutes. CRC will not investigate criminal complaints and must refer discovery of any alleged criminal conduct to the Miami-Dade School Police (M-DSP). In addition, CRC does not handle student-onstudent complaints. Allegations of serious, non-criminal conduct not related to discrimination/harassment issues will be referred to the Civilian Investigative Unit (CIU). VI-3

4 M E M O R A N D U M SAMPLE OF CIVIL RIGHTS COMPLIANCE PERSONNEL INVESTIGATION SITE DISPOSITION FROM OPS TO WORKSITE TO: John Doe, Title School Site FROM: SUBJECT:, Administrative/District Director Office of Professional Standards CIVIL RIGHTS COMPLIANCE PERSONNEL INVESTIGATION (CRC) CASE: NAME: EMPLOYEE # POSITION: LOCATION: The Office of Professional Standards seeks to establish a final disposition for the above-indicated Civil Rights Compliance Personnel Investigation through a review of investigative findings. Review of the report with the Regional Center/District Office has led to the determination that the facts of the case warrant worksite review relative to standards of employee conduct. Administrative action at the worksite may be sufficient to bring closure to the issue. Your written summary of postinvestigative actions related to the cited case must be reviewed with your Regional Center/District Office and provided to this office. The disposition should indicate one or all applicable actions: Review of investigative findings with employee (required) Notification of conference-for-the-record/meeting, with employee s signature Summary of conference-for-the-record/meeting, with employee s signature Disposition action taken may include issuance of: Administrative directives Verbal warning Written warning Written directive(s) Letter of reprimand Common Sense Suggestions for Non-Instructional Personnel. (Please discuss with employee.) School Board Rule 6Gx13-3E- 1.10, Transportation Specific Procedures (Please discuss with employee.) School Board Rule 6Gx13-3E , Transportation-Zero Tolerance (Please discuss with employee.) School Board Rule 6Gx , Drug-Free Workplace General Policy Statement (Please discuss with employee.) School Board Rule 6Gx , Violence in the Workplace (Please discuss with employee.) School Board Rule 6Gx , Employee-Student Relationships (Please discuss with employee.) School Board Rule 6Gx13-4A- 1.01, Equal Opportunity Employment and Assignment (Please discuss with employee.) School Board Rule 6Gx13-4A- 1.21, Responsibilities and Duties (Please discuss with employee, stressing the importance of Section I, Employee Conduct.) School Board Rule 6Gx13-4A- 1.32, Discrimination/Harassment: Complaint Procedures for Employees (Please discuss with employee.) School Board Rule 6Gx13-5D- 1.10, Discrimination/Harassment: Complaint Procedures for Students (Please discuss with employee.) School Board Rule 6Gx13-4E- 1.01, Absences and Leaves (Please discuss with employee.) School Board Rule 6Gx13-5D- 1.07, Corporal Punishment-Prohibited (Please discuss with employee.) School Board Rule 6Gx13-6A , Acceptable Policy for the Network (Please discuss with the employee.) School Board Rule 6Gx13-4C , Policy for Utilization of the System (Please discuss with the employee.) School Board Rule 6Gx13-4A-1.213, The Code of Ethics (Permanent Employees). (Please discuss with the employee.) State Board of Education Rule 6B-1.001, FAC, and State Board of Education Rule 6B-1.006, FAC, The Code of Ethics and the Principles of Professional Conduct of the Education Profession in Florida were issued and reviewed with the employee. Advise the employee of the availability of services through the District s support agency. Supervisory referral to the District s support referral agency Notify the employee that all investigative data has been transmitted to Professional Practices Services (PPS), Florida Department of Education, for review and possible licensure action by the Education Practices Commission (EPC) (Applies only to certified employees) VI-4

5 How to Use Common Sense and Professional Judgment to Avoid Complications in Teaching The original report of the administrative actions should be forwarded to the Office of Professional Standards within 10 working days upon receipt of this memorandum, with a copy to the Regional Center/District Office. By Board Rule 6Gx , the investigative report is maintained in the Office of Professional Standards and is not to be placed in a worksite file. VI-5

6 TEMPLATE CIVIL RIGHTS COMPLIANCE PERSONNEL INVESTIGATION SITE DISPOSITION FROM WORKSITE TO OPS M E M O R A N D U M Date TO: FROM:, Administrative/District Director Office of Professional Standards X (Please be sure to sign.) SUBJECT: CIVIL RIGHTS COMPLIANCE (CRC) PERSONNEL INVESTIGATION SITE DISPOSITION (PROBABLE CAUSE) CASE: EMPLOYEE # NAME: SUBJECT: POSITION: LOCATION: Administrative actions taken relative to the referenced case: This is to be used only for Civil Rights Compliance Personnel Investigation Site Dispositions (Choose from below). The Regional Center/District Office has reviewed this case. The site disposition of the Civil Rights Compliance Personnel Investigation has been completed. There is Probable Cause to believe the alleged act occurred as determined by the investigation conducted by the Civil Rights Compliance Department. Administrative actions taken at the worksite. (Choose from below all that apply.) A conference-for-the-record notification, signed by the employee, is attached. A conference-for-the record was held on. Date(s) A summary of the conference-for-the-record is completed/signed by the employee and is attached. Verbal warning(s) was/were issued to employee on. Date(s) Written warning(s) was/were issued to employee on. Date(s) Letter of reprimand was issued to employee (only with CFR). Attached. Action Taken (Choose from below all that apply.) Specific directives were issued to employee (only in CFR). The employee was notified that all investigative data has been transmitted to Professional Practices Services (PPS), Florida Department of Education (FDOE), for review and possible licensure action by the Educational Practices Commission (EPC). (Applies only when it is a certified employee). School Board Rule 6Gx13-6A , Acceptable Use Policy for the Network, was discussed with the employee and a copy of this rule was given to the employee and directed to comply. School Board Rule 6Gx13-4A , Code of Ethics (Permanent Employees), was discussed with the employee and a copy of this rule was given to the employee and directed to comply. VI-6

7 School Board Rule 6Gx13-5D- 1.07, Corporal Punishment-Prohibited, was discussed with the employee and a copy of this rule was given to the employee and directed to comply. School Board Rule 6Gx13-4A- 1.32, Discrimination/Harassment: Complaint Procedures for Employees, was discussed with the employee and a copy of this rule was given to the employee and directed to comply. School Board Rule 6Gx13-5D- 1.10, Discrimination/Harassment: Complaint Procedures for Students, was discussed with the employee and a copy of this rule was given to the employee and directed to comply. School Board Rule 6Gx , Drug-Free Workplace General Policy Statement, was discussed with the employee and a copy was given to the employee and directed to comply. School Board Rule 6Gx , Employee-Student Relationships, was discussed with the employee and a copy of this rule was given to the employee. The employee was instructed on appropriate interactions with students, parents, and staff and directed to comply. School Board Rule 6Gx13-4A- 1.01, Equal Opportunity Employment and Assignment, was discussed with the employee and a copy of this rule was given to the employee. The employee was instructed on appropriate interactions with students, parents, and staff and directed to comply School Board Rule 6Gx13-4C-1.064, Policy for Utilization of the System, was discussed with the employee and a copy of this rule was given to the employee and directed to comply School Board Rule 6Gx13-4A- 1.21, Responsibilities and Duties, was discussed with the employee and a copy of this rule was given to the employee and directed to comply. Section I, Employee Conduct, was stressed during this discussion.. School Board Rule 6Gx13-3E- 1.10, Transportation - Specific Procedures, was discussed with the employee and a copy of this rule was given to the employee and directed to comply with this rule. School Board Rule 6Gx13-3E , Transportation - Zero Tolerance, was discussed with the employee and a copy of this rule was given to the employee and directed to comply with this rule. School Board Rule 6Gx , Violence in the Workplace, was discussed with the employee and a copy of the rule was given to the employee and directed to comply. How to Use Common Sense and Professional Judgment to Avoid Legal Complications in Teaching, was discussed with the employee and a copy of this document was given to employee and directed to comply. Common Sense Suggestions for Non-Instructional Personnel was discussed with the employee and a copy of this document was given to employee. State Board of Education Rule 6B-1.001, FAC, and State Board of Education Rule 6B-1.006, FAC, The Code of Ethics and the Principles of Professional Conduct of the Education Profession in Florida were issued and reviewed with the employee. The employee was made aware of the District's support referral agency. The employee was issued a supervisory referral to the District's support referral agency which is attached. No further action needed at this time. Thank you for your efforts in this personnel action. VI-7

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